Q: We’re thinking about implementing a wellness program at our school, but we've found conflicting information about the benefits and expenses of such programs. What can you tell us?
A: Wellness programs can be a great way to save on your health plan premiums and complement your school’s mission. Usually, conflicting perspectives center around incentives and lasting health benefits for employees.
If you stumbled across a recent article published by Workforce, then you might have doubts that a wellness plan can do little more than save your school a few dollars. And Workforce is not alone. There is a good amount of literature across the Web shedding doubt on the benefits of Wellness Programs and urging employers to reevaluate incentives.
To create a wellness program that works for your school, set specific goals for your plan. Perhaps you want to decrease the number of smokers in your population or you want to decrease the number of overweight people in the school. Do not set goals that are unattainable or unmeasureable. One source to get you started is the Center for Disease Control and Prevention (CDC), which has a Worksite Health Scorecard.
Once your goal is set, decide how to attain that goal considering your population. When you start your wellness program, your population will be enthused—the real work is maintaining that enthusiasm. Try holding different events to keep their interest. For example, you could host competitions, either internal or with employees at another local school, to keep the momentum going. As for direct incentives, incentives can provide a little boost when their motivation dips, rather than being the sole reason an employee would participate in a health program.
The hard data to the argument is this: Under the health care reform, employers can offer up to 30% of the cost of individual coverage under the group health plan for a wellness incentive (50% for tobacco cessation). Insurance companies may offer premium reductions for employees who attain a set goal or complete a health risk assessment. This portion of the employee’s premium would be reduced (by you) so the employee would be paying less for health insurance.
The best advice is to listen to all sides of the debate, and then create a plan that truly mirrors your school’s culture. What’s important is that your school establishes a program that works with the needs, interests, and lifestyles of your faculty and staff.
Curious about your school's health care policies and the reform's changes? Ask ISM’s Health Care Reform Expert a question. We respect your privacy. You can also view ISM’s health care solutions.
